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Translation of abstract (English)

The present study analyzes careers of highly skilled people working with the United Nations (UN) Organization. Particular attention is given to the spatial development of careers and their determining factors. One of the primary assumptions of this study is that careers are the results of actions taking place in given social contexts. These contexts are shaped by individual activities as well as institutional and macrostructural processes. The theoretical framework of this study comprises aspects of migration research, career theories, labor market research and organization theory. This combined approach allows for a comprehensive analysis of careers of international civil servants. The study draws on statistical data obtained from the Ministry of Foreign Affairs of Germany, on an internet-based questionnaire with 174 German employees of the United Nations and on 25 in-depth interviews with international civil servants from Germany. One of the main results of this research project is that most of the UN employees are not spatially mobile in the course of their career within this organisation. These immobile types of careers are most often found in organizations of the UN-system that do not have a mobility obligation. A focal point is the Secretariat of the United Nations Organization. International civil servants who are not spatially mobile are mainly working either in Headquarters or in larger field offices of the UN-system. Most of these duty stations are located in North America and Europe. The study revealed that the reasons for spending a whole career in New York are the high concentration of managerial and senior posts there and the individual career aspirations of the respective employees. International civil servants in Vienna and Geneva however prefer to stay at these places because they offer good living, working and schooling conditions for their partners and children. Some employees of the United Nations are highly mobile in the course of their careers. Most of these international civil servants work with organizations such as UNDP which have a rotation policy. The functional development of this kind of career pattern can be explained by the spatial and functional distribution of posts. Furthermore, family issues are relevant, as future duty stations are chosen not only based on career aspirations but also in relation to preferences of the partner and of children. Careers of UN-employees are influenced by the principle of equal geographical representation of staff within the United Nations Organization. Due to this aspect UN-careers differ from those in private companies and in the national public sector. Apart from this political factor, careers of international civil servants are affected by their competencies, their seniority and their personal networks within the UN-system.